Negotiations Recap for June 28, 2016
This recap summarizes the 27th bargaining session between the UW and the UWHA to form the first union contract for UW medical and dental residents and fellows (collectively called “Residents” below). The parties’ mediator was unable to attend this session.
UW proposed further increases to Residents’ pay and to the annual home call stipend for each Resident. UW also secured a commitment from Seattle Children’s Hospital to observe the same holidays as UW (Harborview and UWMC) for Resident work assignments.
The union delivered proposals focusing on pregnancy, and declined UW’s proposal to allow birth mothers to opt out of overnight work immediately pre- or post-partum. The union proposed a reverse dynamic, where such Residents would be automatically barred from working these shifts without prior physician approval. UW expressed concern over the potentially discriminatory nature of such a rule.
Compensation – UW further expanded its proposed increases to Residents’ pay, as follows:
First Year (effective after ratification): Recalibration of the stipend schedule with a 3 percent across-the-board increase.
Second Year: 3 percent across-the-board increase.
Third Year: 3 percent across-the-board increase.
Home Call Stipend – UW further expanded its proposed “home call stipend,” designed to recognize Residents’ need to report to training sites on short notice, for upcoming academic years (AY) as follows:
AY 2017: $900 annual lump sum payment.
AY 2018: $1,100 annual lump sum payment.
AY 2019: $1,100 annual lump sum payment.
Holidays – UW proposed language memorializing Seattle Children’s Hospital’s commitment to observe the same holidays as UW (Harborview and UWMC) for Resident work assignments.
Maternity Leave – UWHA proposed four weeks of paid maternity leave, which Residents could supplement with other leave types for up to a total of five months off.
Call Limitations – UWHA declined UW’s proposal to allow birth mothers to opt out of overnight shifts/ in-house call during their last month of pregnancy and for two months post-partum. The union proposed reversing this model to an opt-in dynamic, whereby Residents during their third trimester of pregnancy or two months post-partum would be automatically precluded from working overnight call, unless an exception was granted by their physician.
UW expressed concern that a model where Residents are treated differently because of their pregnancy status and must take concerted steps in order to retain a regular work schedule is paternalistic, and resembles discriminatory practices that have been deliberately outlawed.
Definitions – UWHA proposed adjustments and additions to UW’s proposed list defining terms used throughout the contract.
The next UW-UWHA bargaining mediation session is currently being determined by the parties.